![]() ![]() Yasaman was appointed to Barclays Africa Group's first ever Chief Data Officer at the age of 32, making her one of the youngest female C-level leaders in a big legacy institution such as Barclays in the emerging fields of Big data, Analytics, and Artificial Intelligence. This also entailed the bank's accelerator program in partnership with Techstars as well as their physical Innovation Hub called RISE based in Cape Town. Prior to this, she led the innovation agenda for Barclays Africa Group across all business units for the entire continent as their Group Chief Creation Officer, based in Johannesburg, South Africa. Most recently, she was Managing Director at Citi Group, leading Data for the Global Consumer Bank based in Dallas, US. Effectiveness of an analyst community with high turnover is known to be a joke yet not permitted to be discussed as that globally well known fact clashes with the message of success from the CEO, CFO, and other executive leaders.Yasaman Hadjibashi is a business, data, and technology executive. With 30%+ annual analyst turnover after 5+ years of offshoring at volume the success at Citi is only measured in terms of $ of cost avoidance and the size of the offshore staff. There is a huge push to keep moving analyst roles offshore from NY, London, Hong Kong, Singapore, and other major hub cities to save money. Fairly senior titled managers frequently get lost in small details and often put time and effort toward small silos to champion their opinions and teams though the task they work on is meaningless or misguided and adds no customer, shareholder, or employee value. Management at the C15/C16 level (Director and Managing Director) is neither empowered nor motivated nor rewarded to make hard decisions. HR is completely complacent in this practice, defers to management, and thus there is a culture of "yes" required to retain or grow ones role. It is all internal networking and favortism. ![]() Jobs internally "posted" are rarely filled by postings. Roles are defined by the person not the process and thus as people change, Citi redefines roles and role levels to suit individual managers. ![]()
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